Introduction to effective recruitment (cont.)
In considering alternative approaches to advertising, it’s important that the recruitment process remains open and transparent, casting the net wide to avoid the risk of simply recruiting clones of current staff and diminishing the diversity of the workforce.
Your selection process needs to assess the degree to which different candidates currently match up to the requirements or will be able to grow into them. There are a number of methods of assessing candidates and these can be used either on their own or in combination:
CV assessment: Often used during recruitment to filter a large number of applicants down to a smaller number of pre-qualified candidates. CV assessment enables the organisation to identify the most appropriate candidates for more in-depth assessment and aims to reduce recruitment costs and time by filtering out ‘obviously’ inappropriate candidates. CV assessment is however heavily reliant on the honesty of the person compiling the CV and will provide only a small glimpse of the individuals’ strengths and weaknesses.
Individual interview: The most common assessment approach, either individually or using a panel. The selection interview is a useful way two-way process of getting to know a candidate, understand their strengths and preferences and discuss the role in question. It’s important that interviews are appropriately trained and briefed to prevent personal bias or prejudice from biasing the selection.
Selection boards/panels: Typically the preserve of larger organisations, selection panels and formal interview boards comprising a number of different people from within the organisation. These might be appropriate when the role in question will impact on a wide number of people within the organisation and in theory they enable more objective assessment than individual interviews. However, their formality may be off-putting to some candidates and inappropriate for the culture of some organisations.
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